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Recruitment | 2 Min Read

Recruitment Playbook – How To: Write Job Descriptions that Rock!

Writing a great job description is not easy, and no, you should not always clinch JD Templates from Google and merely paste your company details in it.

Here are our top tips for writing job descriptions that rock!

If you want to be able to choose from the highest quality developers, designers, researchers, accountants, etc. read on:

Job Titles: Keep it Simple! 

  • This goes without saying – A job description will start with the title of the open position. Keep the job title simple and use keywords that are most commonly used to identify that position. A lot of job boards and google searches happen on the basis of these keywords. So if you need someone who will essentially work on Java Technology, you should simply say Java Developer and not Web Developer or Software Developer.

About Company: Make it Unique and Exciting.

  • Unless you are a brand like Apple, Google or Facebook, you need to have a blurb in your JD that describes your company, culture, product, people and anything that is unique to your company or that makes your company special. For example, at Mettl, we do not have a regular manager worker hierarchy, there are no rigid time shifts to follow, and the focus is always on quality than quantity.

  • Don’t advertise your company as a place which is doing huge favor on the candidates by giving them a work opportunity.

  • Add location in a quick one-liner. A lot of job seekers apply according to work locations; even search engines like google index JDs according to the job location. That is why few companies like to put work location right at the top of the JD.

  • When posting on the company website, the “about company” section can be ignored, and you can simply start with giving out details about the job profile.

About the Position: People make Companies

  • How you structure your JD depends on what you want to highlight on it. So, you can choose to put ‘About the Position’ section before ‘About Company’ as befits the requirement.

  • ‘About the Position’ should clearly answer “what a candidate is going to be doing?”. Put yourself in the candidate’s shoes and answer “why a candidate should apply for this position?”.

  • Highlight the interesting aspects of the positions. Top technology, tools, or applications candidates would use, or a chance to work with a great tech team.

Skills/Requirements/Qualifications: Seek and Ye Shall Find

  • Keep skills specific to the open position and don’t merely list every other technology/application knowledge directly or indirectly related to the job profile.

  • Consider the candidate experience to define the skill set; a fresher’s skill set will be completely different from an experienced candidate’s skill set.

  • At Mettl, our technology team majorly works on Java technology, and we are always on a lookout for good coders. Since we are an assessment company, we have developed two kinds of simulation-based coding tests for freshers and experienced candidates, respectively.

  • Communicate properly with the domain manager to acquire the correct skill set requirement. This is a very important step, and communication should be absolutely clear to hire the right fit for the open position.

  • Add educational qualifications in a one-liner. Keep it open if you are not seeking a certain level of educational qualification for the job.

Salary: It's Not About the Money!

  • A simple “by far the best in the industry” is good enough to have fresher and the experienced candidates applying for the position.

Phrases of  Wisdom:

  1. Length: All good things come in small packages, shorter is better. Keep your JD crisp and readable.

  2. Formatting: Use bullet points, italics, bold, capitalization, etc. judiciously. Bullet points improve readability and the rest help in highlighting.

Originally published April 2 2018, Updated December 17 2020


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About This Topic

Talent assessment is the practice of assessing talent before making critical organizational decisions, such as hiring, development, promotions, etc. Talent assessments evaluate a candidate’s skills, knowledge, personality, behavior, and work style to future-proof an organization’s business interests.

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